Millennials…glued to their phones, posting everything to social media and spending more time on the internet than preceding generations. Yes, these are quasi-negative stereotypes, but that doesn’t mean you should engage them any less than other workforce generations; nor are they the only generation to use their mobile device frequently. In 2017, 56 million Millennials (those ages 21 to 36 in 2017) were working or looking for work. 75% of US adults use a smartphone and global phone usage is expected to surpass the 5 billion mark by 2019. In other words, as these phone-focused candidates begin to take over candidate pools, use this stereotype to your advantage in recruiting.

As you have likely heard, the Department of Labor recently made a final ruling on the Fair Labor Standards Act regarding overtime standards. This ruling will affect about 4 million employees and in turn, the organizations they work for. So how might you be affected by this new standard? We’ve compiled a few articles and resources to help you get caught up on the news and learn what lies ahead:

People of all ages and from all generations spend their days working. From the very beginning stages of a career to the golden days nearing retirement, (most) people work for a living. They may work the same, but they’re at different steps in their lives. As such, compensating the college grad and the executive, and everyone in between means taking on few different steps in the process. Not everyone wants the same thing from their benefits package. This means tailoring your approach to your employees is crucial if you want to keep employees around for the future. Here’s how to distribute employee compensation fairly across the board:

When a market leader implements a model, others follow. After seeing how pay-for-performance has worked out at Apple, for example, other companies may want to follow suit. Pay-for-performance in particular is a tempting model because it promises maximum pay for minimum investment. You’d pay for good work, and not pay for bad work.

Job seekers essentially “shop” around for the right job. They look through job ad after job ad to find the position that sounds just right. Candidates are the customers of your recruitment department; recruiters have to fundamentally sell the role to acquire their desired talent pool… their target market. In order to build a better candidate experience, think about the candidates as customers. Look for yourself at some stats that indicate how important calculated recruitment efforts are.

The following article, originally published in 2014, has recently been updated as of March 2017 with resources to help you attract those high performing candidates. Need a little more guidance? Take a look at our related articles to start off on the right foot: A Forward-Looking Approach to Getting the Right People in the Right Jobs Personalize Your Applicant Screening Process for Better Results A Template for Crafting the Best Job Descriptions There’s currently a war raging for the best talent, and you might already be losing. Recent statistics show a much rosier employment picture in many industries, but before you start celebrating, know it’s not all good news.